The Role of Managing Conflict - Coursework Example

Conflict Management Name Institution Course Date Conflict Management Introduction Conflict is normal and is considered an important part of a healthy relationship both professionally and personally (Collins and Rourke, 2009). Different people have different expectations, opinions, motivations and values that may conflict with each other creating a disagreement. Since conflict between people is inevitable, it is important for an individual to come up with strategies to deal with it. When conflict is not managed properly, it can harm an existing relationship. In an organization setting, when conflict is not addressed properly, it can have negative impacts of performance and productivity (Collins and Rourke, 2009). When an individual takes the necessary skills to handle conflict in a positive way, it can offer a chance for growth which can ultimately strengthen bond between people. By developing the relevant skills needed in successful conflict management, an individual can keep both personal and professional relationships strong and growing. There are several conflict strategies that can be used in solving conflict; compromising, avoiding, collaborating, etc. Using appropriate conflict resolution style will assist maintain a healthy working environment and boost performance (Rahin, 2002). This paper will review the role of managing conflict and will evaluate the issues and principles relevant to conflict management. The paper will also reflect on the compromise as the most appropriate conflict prevention style to be used in resolving conflict between clients, customers and vendors. . Critical Role of Managing Conflict Conflict management and resolution is a paramount predator of workplace relationships. In addressing the role of managing conflict, Robbins (2003) argues that the conflict management process assist in reducing the negative effects of conflicts by restoring satisfaction of different parties, fairness, working relationships and organizational effectiveness. For instance, a cooperative approach to conflict management assist in solving different types of conflicts to be resolved in an effective way. A conflict management style that allows different parties to resolve conflict fairly often results in complete conflict resolution (Burrow, Kleindl and Everard, 2008). Conflicts between team members often manifest itself in form of process-based conflict where members portray passive-aggressive behaviours like power plays, blaming and tardiness (Rahim, 2002). The manner in which people treat each other while working through challenges determines whether the conflict can be resolved and whether people will reinstate their relationships. Therefore, effective conflict management plays an important role in strengthening the willingness to continue contributing to teamwork proactively. According to Jordan and Troth (2006), although conflict management may take a long time, it can add to productivity of an organization. The ability to mitigate conflict incidences allow an individual to embark on other more important tasks. Effective conflict management allows quick resolution of problems that could potentially lead to future challenges (Rahim, 2002). Doing so allows better cooperation between people, which boost productivity. The interaction of people with different beliefs and values in the workplace is often prone to some degree of conflict (Somech, Desivilya and Lidogoster, 2009). One key factor that determines whether disagreements in the workplace can be solved is the choice of conflict resolution strategies. These choices determine the ability of teams to successfully solve conflicts. When teams choose strategies that do not allow effective team resolution then the team will be prone to continuous and escalating conflicts. The management of conflict involves numerous activities such as open communication, problem solving as well as dealing with emotions and different reactions (Somech, Desivilya and Lidogoster, 2009). Conflict management activities make up individual styles used in solving conflict. There are different types of conflicts (e.g. task, relationship and process) that are managed differently. For instance, cooperative and collaborative styles are effective in managing task conflict while relationship conflicts can best be solved using avoidance strategy. Therefore, people should endeavour to carte a match between the conflict in question and the style of conflict management (Burrow, Kleindl and Everard, 2008). Ultimately, conflict management plays a major role in strengthening relationships, solving problems, reducing tension and creating understanding. Principles and Issues Relevant to Conflict Resolution Conflict can either bring positive or negative consequences depending on the resolution strategies used and external and internal indicators (Somech, Desivilya and Lidogoster, 2009). A key point to note about conflict resolution is that it is important for managers to solve conflict at the earliest positive time to avoid escalation. Managers have a responsibility of developing effective ways of managing conflict in the workplace. However, this attempt has been hampered by numerous issues in today’s contemporary business environment. For instance, Jordan and Troth (2006) have reported that the competence and skills of the managers are significant barriers to conflict resolution in many companies. Most managers often fear dealing with conflict and have little knowledge of conflict resolution. Most managers lack the essential skills and expertise necessary in addressing conflict. They lack the ability to communicate properly with the subordinates which affects their conflict resolution abilities (Robbins, 2003). Communicating is an important element that drives organizational success. In order for the manager to effectively manage conflict, they are required to have excellent communication and listening skills. Organizational culture also influences the ability of managers to deal with conflict. What differentiates one company from another on how individuals solve conflict is organisational culture (Robbins, 2003). Organizational culture determines how people interact, agree or disagree and the conflict resolution style used. One important element of organizational culture that is important in determining the success of conflict resolution is leadership. Strong leadership allows employees to use effective conflict resolution approaches (Robbins, 2003). The lack of clear vision and mission of a company results in disagreement between individuals. With strong leadership in place, managers are able to develop a vision and communicate objectives to employees which form the basis of effective conflict resolution. There are a number of principles that managers can adopt when resolving conflict. According to Collins and Rourke (2009), listening is one of the most important part of conflict resolution. When managers lack listening skills, they are unable to determine the needs of the conflicting parties. Active listening forms the basis of conflict resolution in organizations. Also, managers should be able to act as mediators by acting as a neutral party. The role of the manager is to facilitate communication between conflicting parties and assist them come into an agreement (Robbins, 2003). To eliminate the barriers of conflict resolution, managers should undergo training and development to equip them with the skills and expertise in managing conflict. Prevention of Conflict There are five conflict management styles used in the workplace to resolve disagreements leading to conflict. The accommodating style necessitates cooperation of conflicting parties rather than assertiveness (Burrow, Kleindl and Everard, 2008). One party often places his or her interest lasts and gives a chance for the other party to further his interests. This style is relevant when one party is not invested in winning. The avoiding style involves one party avoiding confronting the problem in the hopes that the problem will disappear. In this approach, the parties are not engaged in problem-solving since they have removed themselves from it. Collaborating approach involves working together to resolve problems by agreeing to a final binding resolution. This style often involves a mediator who creates an environment favourable for negotiation (Burrow, Kleindl and Everard, 2008). Compromising style on the other hand involves identification of different interests that parties can compromise to reach an agreement. Lastly, confrontation uses assertiveness in addressing issues head-on. Among all these styles, compromise is the most appropriate style in solving conflict between clients, customers and vendors. Compromise is considered a win-lose agreement where conflict parties settle for solutions that look appropriate. Using this style, parties often get what they want but not everything. When an agreement is reached, compromising assist parties feel satisfied as a result of the agreed solution (Rahim, 2002). Using compromise requires conflicting parties to be aware that the outcome might be less than they expect. There is often a need to agree to disagree for compromising approach to be effective. Companies often resort to compromise when other styles have proved futile. Compromise style is appropriate in solving conflict in situations where a company will benefit from parties giving in on some interests and when it is impossible to satisfy both parties involve in disagreement (Rahim, 2002). Compromise is also important when maintaining relationships between the parties is more essential that tangible outcomes. Since other styles may not be able to resolve conflict between vendors, clients and customers, compromise will be effective in doing so. Compromise necessitates the use of bargaining and negotiation which will help create a mutual agreement between customers and vendors. Conclusion Conflict is an integral part of an organization. Due to frequent interactions between people, conflict is bound to happen. Therefore, managers must work towards adopting strategies relevant in resolving conflict. Management of conflict is important since it restores and strengthens relationships, allow effective decision-making and enhance performance and productivity in an organization. The five styles used in solving conflict include compromising, avoiding, confronting, compromising and accommodating. The most appropriate technique in solving conflict between customers, clients and vendors is compromise. Conflicts between these parties provide a situation where maintaining relationship is more important than the tangible results and a firm will benefit from the parties giving in some interests. Therefore, the use compromise is important in solving conflict within an organization. References Burrow, J., Kleindl, B & Everard, K 2008, Business principles and management, Mason, Ohio, Thomson Learning South-Western. Collins, S & Rourke, J 2009, Managing conflict and workplace relationships, Mason, OH: South-Western Cengage Learning. Jordan, P & Troth, A 2006, Emotions and coping with conflict: An introduction. Journal Of Management & Organization, vol. 12, no. 02, pp. 98-100. Rahim, M. A 2002, Toward a theory of managing organizational conflict. International Journal of Conflict Management, vol. 13, pp. 206–235. Robbins, S. P 2003, Organizational behavior: Concepts, controversies and applications, New Jersey, Pearson Education Malaysia Pty Ltd. Somech, A. Desivilya, H & Lidogoster, H 2009, “Team conflict management and team effectiveness.” Journal of Organizational Behavior, Vol. 30, No. 2, pp. 346-357. Read More